Status incongruity and backlash effects: Defending the gender hierarchy motivates prejudice against female leaders.

By Laurie A. Rudman, C. Moss‐Racusin, J. Phelan, Sanne Nauts. 2012

1,026 citations recorded by the source corpus.

Subfields: Gender Studies, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/8c05cfdf62c2fba2ff04a09877826350e9f709c1

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Citations in the corpus

When Equal Isn't Really Equal: The Masculine Dilemma of Seeking Work Flexibility (2013, background): “For the feminine traits, from Rudman et al. (2012), we selected five female prescriptive traits (humble, emotional, warm, interested in children, sensitive to others), and five female proscriptive traits (dominating, aggressive, controlling, demanding, intimidating; all reverse-scored).”
Penalizing Men Who Request a Family Leave: Is Flexibility Stigma a Femininity Stigma? (2013, background): “Research on backlash against atypical men shows that people judge them to be high on weakness and low on agency—gender rules that are enforced because they legitimize the gender status quo (Heilman & Wallen, 2010; Moss-Racusin, Phelan, & Rudman, 2010; Rudman et al., 2012).”
When men break the gender rules: Status incongruity and backlash against modest men. (2010, methodology): “Moreover, individuals who endorse the gender status quo should be most likely to use status-related stereotypes to justify backlash (Rudman et al., 2009).”
Why Status Matters for Inequality (2014, background): “White women who engage in assertively dominant behavior are, compared to similar acting white men, disliked as “domineering,” more likely to be sabotaged on a task, and judged as less hireable (Rudman et al. 2012).”
Patterns of Implicit and Explicit Stereotypes III: Long-Term Change in Gender Stereotypes (2021, background): “…possible reasons for men’s relatively slower change, from men being more oblivious or resistant to persuasive messaging on gender bias (Parker et al., 2018; Régner et al., 2019) or a “backlash effect” in response to broader changes toward equity (Rudman & Glick, 2001; Rudman et al., 2012).”
Segregation, Stereotypes, and STEM (2018, background): “For instance, Rudman et al. (2012) demonstrate that the traits that men are supposed to possess are high in status (e.g., competitive), whereas the traits that women are supposed to possess are more neutral in status (e.g., friendly).”
Gender Differences in Work-Family Guilt in Parents of Young Children (2017, background): “In terms of external consequences, gender-norm violation may result in backlash from others (i.e., social and economic penalties for violating gender stereotypes, such as criticism from colleagues and hiring discrimination; Okimoto and Brescoll 2010; Rudman 1998; Rudman et al. 2012).”
Dancing Backwards in High Heels: Female Professors Experience More Work Demands and Special Favor Requests, Particularly from Academically Entitled Students (2018, background): “Consequently, others may scrutinize their behavior more, sometimes resulting in penalties and censures against female leaders who seem Btoo assertive^ or Bnot communal enough^ (Heilman 2001; Phelan 2008; Phelan and Rudman 2010; Rudman et al. 2012).”
Microdynamics in diverse teams: A review and integration of the diversity and stereotyping literatures (2017, methodology): “Based on research on impression formation (e.g., Fiske & Neuberg, 1990) as well as backlash (e.g., Rudman et al., 2012), re-attributions of a target member’s warmth and competence are based on the member’s behavior and performance in the MIDST model (number 8 in Figure 4b).”
'Acting Wife': Marriage Market Incentives and Labor Market Investments (2017, background): “Research in psychology also indicates that inclination for leadership is viewed more negatively in women than men (e.g., Eagly and Karau, 2002; Rudman et al., 2012).”
Leadership During Crisis: An Examination of Supervisory Leadership Behavior and Gender During COVID-19 (2021, positive): “Previous studies have used these items to assess subordinates’ perceptions of supervisor competence (e.g., Fiske et al., 2002; Heflick & Goldenberg, 2009; Rudman & Glick, 1999; Rudman et al., 2012).”